N银行薪酬体系的再设计

发布时间：2018-05-14 13:38

本文选题：薪酬体系 + 优化设计　；参考：《长春理工大学》2013年硕士论文

【摘要】：改革开放以来,伴随着我国市场经济的不断发展和完善,国民经济的持续快速增长和城乡居民收入水平的不断提高,企业间竞争激烈程度不断加深,要在日趋完善的市场竞争中保持不败之地,人才扮演了非常重要的角色,人才能够推动企业的健康发展,如何把企业利益和员工自身利益有机结合起来,实现企业和员工的共同发展,是每一个需要发展的企业必须重视的问题。要实现这一目标,企业建立适合的薪酬体系是至关重要,根据目前N银行的薪酬体系现状,改进和构建新的合理薪酬体系,而且能够发挥薪酬体系对员工的激励作用是本文研究的出发点。在分析我国银行业薪酬发展现状的外部环境下,以N银行作为研究的现实依据,在充分考虑N银行实际运行情况的基础上,结合薪酬设计等相关理论,建立一套较为科学的薪酬体系,以此来提升N银行的经营效益和可持续发展能力。在进行研究N银行薪酬体系构建的过程中,围绕N银行的薪酬体系现状以及如何构建具有激励性薪酬体系,结合N银行的现实情况,运用了多种研究方法,在涉及薪酬体系的各个学科的理论指导下,对N银行的薪酬体系构建进行了详实的分析。在分析过程中本文主要应用了以下的研究方法进行研究： (1)实地考察法。实地考察法指为明白一个事物的真相,势态发展流程,而去实地进行直观的,局部进行详细的调查。在进行研究之前,作者对N银行的薪酬体系现状做了大量的调研工作,通过收集相关的资料,走访N银行员工以及访谈相关的负责人,为本文的研究提供了大量详实的原材料。 (2)文献综述法。通过对以前学者的研究成果进行综述,能够了解该领域的最新研究现状和研究未涉及到的地方,掌握该领域的前沿动态。本文通过对文献综述,对以前学者的研究成果进行了梳理,为作者进行研究和写作打下了坚实的理论基础。 (3)定量分析法。定量分析能够更加准确的反映事物的变化。本文在研究过程中,对N银行的薪酬体系再设计的基本框架和考核方法应用了定量分析。本文在用定量分析时,对N银行的薪酬体系的指标设计和公司小组和个人绩效考核分值的计算等都进行定量分析,使得薪酬体系更加科学和客观。本文在阐述了薪酬体系构成及主要方法的基础上,分析了N银行现有的薪酬体系所存在的问题,在此基础上重新构建了新的具有激励作用的薪酬体系。提出了N银行薪酬体系改革的主要方向,以及在改革薪酬体系中N银行和员工各自的权利和责任,提出了对员工的新考核方法。通过分析作者发现,N银行目前的薪酬体系中“官本位”思想明显,目前的薪酬体系不是以职位为基础建立的。在分析完问题之后提出了N银行薪酬体系新方案实施中应注意的问题和建议。主要结论如下： 1、通过概述企业薪酬体系的相关理论和主要薪酬模式,分析了薪酬体系对于企业整体战略布局和经营水平的提高产生的重要影响。 2、在分析了N银行的薪酬体系发展及现状后,指出了N银行薪酬体系存在的问题,主要表现在薪酬制度结构不合理、薪酬分配评价标准不具有科学性、薪酬分配缺乏均衡、业绩考核机制不健全、业绩考核方法不科学五个方面。本文在现有薪酬体系的基础上综合考虑N银行的实际运行情况,通过工作分析、岗位评价、岗位职级设计等几个方面构建了有激励作用的薪酬体系。 3、N银行薪酬体系的构建要按照科学发展观的要求,根据市场发展的需要,建立完善的现代企业薪酬体系。按照贡献和所得相统一,建立以职位为基础的新的薪酬体系,实现薪酬体系的激励作用,使得薪酬体系结构更加合理,使得新的薪酬体系能够促进N银行和员工的共同发展。 4、N银行薪酬体系的构建对于现有的薪酬体系已有很大改进,但是该方法运用还需要许多外在条件作为保障。因此,本文提出了N银行薪酬体系方案实施中应注意的问题和建议。主要包括六个方面的内容：设立绩效考评办公室、做好新的薪酬体系设计的推广工作、严格推进岗位评估和任职能力评估、健全绩效考核体系、加强薪酬管理、持续修改完善薪酬方案。
[Abstract]:Since the reform and opening up, with the continuous development and improvement of China's market economy, the sustained and rapid growth of the national economy and the continuous improvement of the income level of urban and rural residents, the fierce competition among enterprises has deepened. In order to keep an invincible position in the increasingly perfect market competition, people have played a very important role and the talent can be promoted. The healthy development of the enterprise, how to combine the interests of the enterprise with the employees' own interests, and realize the common development of the enterprise and the employees, is the problem that every enterprise must pay attention to. To achieve this goal, it is very important to establish a suitable salary system for the enterprise. According to the present situation of the salary system of N bank, it is improved and constructed. The starting point of this paper is to build a new reasonable salary system and give full play to the incentive effect of the salary system to the employees. In the external environment of the current situation of the development of China's banking compensation, N bank is taken as the practical basis for the research. On the basis of fully considering the actual operation of N bank, combined with the relevant theories of salary design and other related theories, it is built. Set up a more scientific salary system, so as to enhance the operating efficiency and sustainable development ability of N bank.
In the process of research on the construction of the N bank compensation system, the present situation of the N bank's salary system and how to build an incentive compensation system and the actual situation of the N bank have been applied. Under the guidance of the theory of the various disciplines of the salary system, the construction of the salary system of the N bank is divided into detailed and practical points. In the process of analysis, the following research methods are applied:
(1) field investigation method. Field inspection means to understand the truth of a thing, the development process of the situation, and go to the field to carry out a direct and detailed investigation. Before the study, the author made a lot of research work on the current situation of the salary system of N bank, by collecting relevant information, visiting the employees of N bank and interviewing related The responsible person has provided a lot of detailed raw materials for the research of this paper.
(2) literature review method. Through a summary of the research achievements of previous scholars, we can understand the latest research status in this field and study the untouched areas and grasp the frontiers of the field. This paper, through the literature review, combed the research results of previous scholars and laid a solid reason for the author to study and write. On the basis.
(3) quantitative analysis. Quantitative analysis can be more accurate to reflect the change of things. This paper applies quantitative analysis to the basic framework and assessment methods of the redesign of the N bank's compensation system in the course of the study. In this paper, the index design of the N bank's salary system, the company group and the individual performance assessment are divided in the quantitative analysis. Calculation and other quantitative analysis make the compensation system more scientific and objective.
On the basis of the composition of the salary system and the main methods, this paper analyzes the existing problems in the existing salary system of N bank, and on this basis reconstructs a new incentive compensation system, puts forward the main direction of the reform of the N bank compensation system, and the rights of the N bank and the employees in the reform of the salary system. The author finds that the "official standard" idea in the current salary system of N bank is obvious, and the current salary system is not based on the position. After the analysis of the problem, the problems and suggestions to be paid attention to in the implementation of the new N bank compensation system are put forward after the analysis of the problem.
The main conclusions are as follows:
1, by summarizing the related theories and main salary models of the enterprise salary system, this paper analyzes the important influence of the salary system on the overall strategic layout and the improvement of the management level of the enterprise.
2, after analyzing the development and present situation of the salary system of N bank, it points out the problems existing in the salary system of N bank, mainly in the unreasonable salary system structure, the salary distribution evaluation standard is not scientific, the salary distribution is not balanced, the performance appraisal mechanism is not sound and the performance appraisal method is unscientific. The present salary is in the present salary. On the basis of the system, the actual operation of N bank is taken into consideration, and the incentive compensation system is constructed through work analysis, post evaluation and post grade design.
3, the construction of N bank salary system should set up a perfect modern enterprise salary system according to the requirements of Scientific Outlook on Development and according to the needs of market development. According to the unification of the contribution and income, a new salary system based on the position is set up, the incentive effect of the salary system is realized, the salary system structure is more reasonable and the new salary is made. The system can promote the common development of N banks and employees.
4, the construction of N bank salary system has greatly improved the existing salary system, but the use of the method still needs a lot of external conditions as security. Therefore, this paper puts forward the problems and suggestions that should be paid attention to in the implementation of the N bank compensation system. It mainly includes six aspects: establishing the performance appraisal office, doing a good job. The promotion of the design of the salary system, the evaluation of post and the ability to serve the job, the performance appraisal system, the salary management, and the continuous improvement of the salary scheme.

【学位授予单位】：长春理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.33

【参考文献】